Hexaware Webinar Series Presents:Proactively analyzing your Hire to Retire Cycle using HR analytic jumpstart kit
Mohammed Rafi – Principal Consultant, Hexaware Technologies
Our mission : To build value for clients through innovative use of technology and talent
BusinessAreas
Transportation
ERP/HRIT
InsuranceBFS
IndiaIndia’’s s Fastest Fastest
Growing MidGrowing Mid--Sized Sized
CompanyCompany
32 offices worldwide
18 Global locations
17 years of technology outsourcing expertise
55 Global 500 clients
166 Clients served worldwide
187 USD mil Revenues, 06
6900 Employees worldwide
A Global IT and BPO Service Provider
Strategies and Strengths
Core CompetencyManagement of business-
critical applications offshore
Organization TraitsConsultative approach, Responsive and Result-
oriented
Robust BackboneWorld-class infrastructure, Flexible delivery models, SEI CMMi Level 5, BS7799
Track Record88% Repeat Business
Offshore transition expertiseGlobal Delivery
Leading BFSI service provider with proprietary products (Operational Risk, Collections, Leasing, Wealth Management
# 1 Airlines services provider in India
8 of top 10 airlines are our clients
# 1 provider of HR-IT services in India
500+ projects, 750+ resources
Specialized Insurance service provider Content management, Fraud Mgmt, Work flow, SOX, BPO
LEADERSHIP
THROUGH
FOCUS
LEADERSHIP
THROUGH
FOCUS
ENHANCING
VALUE
ENHANCING
VALUE
HR Analytics - Coverage
HR Analytics – The Potential
Hire to
Ret
ire
Demand vs. SupplyRequired vs. Skill
Aspiration vs. ActualGrowth vs. Capability
Measurement vs. MeasurableRewards vs. Budgets
Benefits vs. CostSeparation vs. Retention
HR Function Challenges
• Workforce• Retention• Environment• Capability
• Compensation and Benefits• Organizational Effectiveness• Staffing & Recruiting • HR Service Delivery
Hexaware HR Analytic Domain Coverage
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
• Derive Hindsight, Insight and Foresight into your HR functions to derive Strategic imperatives
• DW ,OLAP & Reporting–Hindsight
• Statistical & Data Mining Techniques – Foresight & Insight
• Data models
• Dimensions/Hierarchy/Metrics
• Slice/Dice/Roll-up/Roll-down
• Operational Reporting and Ad-hoc Analysis
Workforce Analytics
What kind of questions will it answer for you ?• What is the Head Count by - Grade/Job Class, Company, Location,
Ethnicity, Age Group, etc.?• What percentage of our workforce will retire in the next year or
next 5 years?• What is the average age in our organization? In the last five years
has it increased, decreased or remained the same?• What is our ratio of managerial to non-managerial staff? In the
last five years has it increased, decreased or remained the same?• How many part-time, temporary or contract employees exist
across our organization? What business units rely on them heavily?
• What is the average organization tenure? In the last five years has it increased, decreased or remained the same?
• What percentage of our current managerial positions are occupied by women or minorities? How does it vary across our lines of business?
• Are we compliant with Government regulations? What is the inference from Affirmative Action Plan (AAP) analysis?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Organizational Effectiveness Analytics
What kind of questions will it answer for you ?• What is our revenue per employee? Is it higher than our
competitors? How does it vary across lines of business or Geography?
• What is the productivity of employees? (e.g. Pounds of Copper produced per employee)? How does our headcount per unit of production compare to that of our direct competitors?
• In the last five years, has workforce productivity increased, decreased or remained the same?
• Are we over-staffed? Are we under-staffed in areas, where if we added people, we would increase our profitability?
• Where in the organization are our high performers concentrated? Where are there very few? Is this by Design?
• What percentage of our high performers are at high risk for departure?
• What percentage of our “critical roles” are staffed with below average performers?
• What percentage of key positions have identified successors? What is the depth and quality of the successor pool for key positions?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
HR Service Delivery Analytics
What kind of questions will it answer for you ?• What percent of all corporate spending goes to HR? How does it
compare to last year and our best competitors?• Does adding more or higher quality HR resources make a direct
top- or bottom-line impact?• What percentage of all HR employees have work experience in a
line of business?• How do employees rate their satisfaction with HR’s
transactional services?• How do employees rate their satisfaction with HR’s consultative
(value-added) services?• What percentage of HR programs actually achieve the ROI stated
in their business case or project proposal?• What percentage of HR programs are discontinued every year for
failing to achieve interim targets or meet expectations?• How many early warnings does HR communicate to line
managers? How many are accompanied by recommendations for heading off the rising problem?
• What are the avoided costs from timely HR interventions, whetheridentified by HR or line managers?
• What is the ROI of our daily HR activities?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Compensation and Benefits Analytics
What kind of questions will it answer for you ?• What is the percent increase in employee performance as the
result of every one percent increase in pay?• How much differently do we pay our top contributors from our
average contributors? Is this in proportion to their contribution? What is the Merit Distribution Pattern?
• How much higher or lower are our new hire salaries compared to others in our industry? What is the Compa-ratio Distribution?
• What percent of total compensation is tied to performance?• What is the Variable and total compensation analysis for Highly
Compensated employees?• Based on our workforce demography, could we be offering a
benefits package that is both more attractive and less expensivethan the current offerings?
• What is the year over year Compensation analysis?• What percentage of the Benefits are utilized?• What is the cost incurred for each Benefit? What is the
employer’s cost ratio?• Based on workforce demography, Is there any pattern in the
utilization of Disability Benefits by employees?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Capability Analytics
What kind of questions will it answer for you ?• Is there a correlation in our organization between the percent of all
people costs spent on training and firm profitability?• What is the percent increase in performance as a result of every
$1,000 spent on training?• What percentage of poor performers become good or better
performers within a year, as a result of our individual development efforts?
• What percentage of underperforming managers turn around their performance by the next review period?
• What percent of trained individuals are observed to use the skill or knowledge on the job?
• How does the performance of employees participating in optional training programs compare to those not participating?
• How many dollars are spent annually per individual on training and development? How does this compare against our key competitors?
• Do longer tenured employees continue to grow via training, or istraining disproportionately offered to, or attended by, newer employees?
• How have leadership development programs impacted productivity, profitability or employee satisfaction?
• What percent of employees identified and possible managerial successors attend leadership development sessions?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Environment Analytics
What kind of questions will it answer for you ?• What is the overtime usage and cost associated by demography or
employee types ? • What is the percentage of Overtime when compared to Regular hours and
Total Hours including overtime?• Is there a pattern in overtime usage by Geography/Location or from a
specific Supervisor?• What is the Unscheduled absence pattern?• How many workplace injuries per 100 employees occur on an annual
basis? How does this compare across our locations and within ourindustry?
• How many health and safety incidents occur per one million hours worked? How does this compare across our locations and within our industry?
• What is the dollar cost impact of short- and long-term disability absences and claims?
• What percentage of our employees are fully engaged and are “doing their best work” at all times? How does this vary across functions and lines of business?
• What percentage of our employees would say they are committed to the organization? Why are they committed?
• How many of our employees have applied for positions outside thecompany in the past six months?
• How many EEO complaints or lawsuits are filed annually?• What do we incur in legal costs to arbitrate, defend or otherwise resolve
complaints and lawsuits?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Staffing Analytics
What kind of questions will it answer for you ?• What percentage of our workforce moves internally each year between
lines of business or functional areas?• What percentage of our workforce is promoted annually? What is the
average time between promotions? How does this compare across demographic segments and lines of business?
• Which lines of business or managers are the best developers of talent as measured by the promotions out of their department?
• Which recruiting sources provide the highest performing employees?• How deep is our pipeline for positions known to be hard to replace?• How does the performance of our new hires in their first six months vary by
recruiter or hiring manager?• What percentage of our employment offers are accepted? How does this
vary by gender, ethnicity, EEO category or salary band?• What percentage of new hires leave voluntarily in the first six months?
What percentage of new hires are terminated in the first six months?• What is the dollar cost impact across recruiting, training and lost
productivity for each early-tenure departure?• What percent of referred applicants are hired? Do referred applicants
perform better, worse or the same as non-referred applicants once on the job?
• What is our time-to-fill by job grade and geographic location?• What is our cost per hire? As this figure rises or declines does new hire
quality follow suit?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analytics
What kind of questions will it answer for you ?• Do we see any Trend in Hiring by - Grade/Job Class,
Company, Location, Age Group• What is the Attrition pattern by Grade/Job Class, Compa-
Ratio, Company, Length Of Service, Age Group• What are the reasons and how could we minimize
voluntary terminations?• Which lines of business or managers have the highest
voluntary turnover rates? Is this a persistent or recent phenomenon?
• What is our voluntary turnover rate among key executives? What are the associated costs to the business?
• What is our voluntary turnover rate among top performers? What are the associated costs to the business?
• What is our involuntary termination rate? What percentage of these actions are due to poor performance?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Dimensional Model Framework
Sample List of Metrics
Dimensional Model Framework (continued)
Sample List of Metrics (continued)
Consulting and Implementation Methodology
… How to execute a HR analytic warehouse ?
Technical Layer Analysis
10 Point FrameworkEvaluation Framework Deliverables
System 1
System 2
System 3
StagingStaging Business Business WarehouseWarehouse
Extr
act T
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form
Loa
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Cub
esC
ubes
Rep
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Rep
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Metadata FrameworkMetadata Framework
Stat
/Min
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Stat
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Mod
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Mod
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eliv
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Fram
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System 1
System 2
System 3
StagingStaging Business Business WarehouseWarehouse
Extr
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form
Loa
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Cub
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Rep
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Rep
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Metadata FrameworkMetadata Framework
Stat
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Stat
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Mod
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Fram
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Activities
1 Current State
Health Chart2
Solution Recommendation3
1 Reporting and Delivery
Data Integration2
Data Sources3
4 Data Quality
Enterprise Data Model5
Metadata Availability8
Reference Data Structure6
7 Security Framework
Standards and Process9
Infrastructure10
Analyze 10 key areas of the Data Warehouse environment
A
Begin exploring your needs by business areas
B
Sub Domain
Sub Domain
Sub Domain
Merging best practicesC
Hexaware Global HR Analytic
Repository
Desired Report list from the customer’s
Business Users
Subject Areas on Compensation and Benefits
Subject Areas onRetention
Subject Areas onWorkforce
Information List• Report Name• Report Description• Parameters• Technical Metadata• Business Metadata Subject Area on
Compensation and Benefits Finalized
Subject Area onRetention Finalized
Subject Areas on Workforce Finalized
Business user feedback received
Business user feedback requested
Subject Areas on Staffing
Subject Area on Staffing Finalized
Selected list of Reports shared and discussed with Business
Users
Methodology of deliveryD
Requirements Determination
Post-Implementation Support
Feasibility Study
Inception
Analysis
Implementation
Design
Testing
Construction
Training
ETL Development• Develop Applications
– Reports / Queries– Web Interface– Scripts– OLAP Functions
• Develop Data Mining– Build Analytical Data
Model– Validate Data Mining
Results• Build Meta Data
Repository
• ETL Programs• Application Programs• Analytical Data Model• Physical Meta Data
Repository• Database, Programs,
Documentation
• Design BI Database– Dimensional Model
• Design ETL– Create Source-To-Target
Mapping– Design ETL Process
Flow• Design Meta Data
• Physical BI Database Design
• ETL Program Design Documentation
• Meta Data Repository Specifications
• Analyze Data– Analyze Sources– Analyze Quality– Analyze Cleansing
• Analyze Meta data• Prototype Application
• Logical Data Model• Meta Data Model• Data Cleansing
Specifications• Refined Requirements• Prototype(s)
• Understand– Functional
Requirements– Data Requirements– Security requirements– Performance
Requirements– Document
Requirements
• Detailed Project Plan• Detailed Application
Requirements Document
• Evaluate Technical Infrastructure
• Prepare High-Level Requirements Documentation
• Prepare High-Level Project Plan
• Preliminary Project Plan• High-Level Requirements
Document
• Perform Integration Testing
• Perform User Acceptance Testing
• Testing Completion Certificate
• Setup Production Environment
• Install BI Application Components
• Setup Schedule• Populate Production
Database
• Production BI Application and Documentation
• Conduct Post-Implementation Review
• Create Action Plan• Follow-up
• Action Plan• Feedback
• Define Business Opportunity
• Propose Solution Approach
• Proposal For Study
• Identify Training Needs• Prepare Training Material• Conduct Training Sessions
• Training Material• Training Sessions
Cost optimization advantage of executionE
Support and Maintenance modelF
• Functional & Technical Support
• 24x7, Follow-The-Sun Coverage
• Six Sigma, CMM based processes
• Stringent Commitment to SLA’s
• Application Monitoring & Reporting
• Global Support Centers at Chennai and Mumbai (India)
• ASM Wizards, Templates, and Tools
Clie
nt
Knowledge Transfer - Offshore
Planning Knowledge Transfer Responsibility Transfer
ASM Knowledge Base
Offshore Transition
BusinessAs Usual
ValueAddition
Phase 5Value Add
Phase 4Steady State
SLA
Hex
awar
e
Hexaware HR Analytics E/R Data Model
Extensib
le to yo
ur Need
Workforce – Logical E/R Model
Extensib
le to yo
ur Need
Compensation and Benefits – E/R Logical Model
Extensib
le to yo
ur Need
Hexaware HR Analytics Dimensional Data Model
Extensib
le to yo
ur Need
A Sample addressing Workforce analytics
Workforce – Affirmative Action Plan Analysis
A Sample Report from our analytic pack• What percentage of our current managerial positions are
occupied by male/female and minorities? How does it vary across our lines of business and Job Class?
• Are we compliant with Government regulations? Can we generate an Affirmative Action Plan (AAP) analysis report? Compensation
and Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Compensation and Benefits –Deduction Cost by Employee A Sample Report from our analytic pack• What is the cost incurred for each Benefit? • What is the cost ratio by employee and employer?• What percentage of the Benefits are utilized?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Environment - Overtime Analysis
A Sample Report from our analytic pack• What is the overtime usage and cost associated by demography
or employee types ? • What is the percentage of Overtime when compared to Regular
hours and Total Hours including overtime?• Is there a pattern in overtime usage by Geography/Location or
from a specific Supervisor?Compensation
and Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Compensation and Benefits and Environment –Disability Fraud Analysis A Sample Report from our analytic pack• Based on workforce demography, Is there any pattern in the
utilization of Disability Benefits by employees? • Is there a pattern in the utilization of disability benefits in a
particular Geography/Location or by a particular Supervisor? • Is there a pattern indicating workplace accidents and short-term
disability benefits claims?Compensation
and Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Compensation and Benefits – Compa-Ratio Analysis
A Sample Report from our analytic pack• How much higher or lower are our new hire salaries compared to others in
our industry? What is the Compa-ratio Distribution among the new hires?• What is the Compa-Ratio Distribution among our highly compensated
employees ? Are we paying them appropriately when compared to others in our industry? Compensation
and Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Compensation and Benefits – Merit Distribution
A Sample Report from our analytic pack• How much differently do we pay our top contributors from our average
contributors? Is this in proportion to their contribution? What is the Merit Distribution Pattern?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is the year-to-date monthly head count and annualized monthly turn
over rate? Is there a pattern by employee type or demography?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is the year-to-date count of new-hires, Terminations and Re-hires ? Is
there a pattern by employee type or demography?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is the year-to-date count of Retires, Voluntary and Involuntary
Terminations ? Is there a pattern by employee type or demography?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is the year-to-date active head count by different age groups? What is
the current turnover rate by age group when compared to last year?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is the year-to-date active head count by Length of Service? What is
the current turnover rate by Length of Service when compared to last year?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is our year-to-date involuntary terminations by Exempt and Non-
Exempt employees? What are the reasons behind such separations?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Retention Analysis - Turnover Analysis
A Sample Report from our analytic pack• What is our year-to-date voluntary terminations by Exempt and Non-Exempt
employees? What are the reasons behind such separations?
Compensation and
Benefits
OrganizationalEffectiveness
WorkforceRetention
HR Functions
Capability
HR Service DeliveryEnvironment
Staffing
Pareto Chart of Service GroupCo
unt
Perc
ent
Service Group
Count 13Percent 30.2 28.5 13.4 6.9 6.2 4.4 4.2 4.0
1802.2
Cum % 30.2 58.7 72.1 79.0 85.2 89.6 93.8 97.8
170
100.0
80 41 37 26 25 24
8-10
yrs
5-8 y
rs
10-1
5 yrs
15-2
0 yrs
30+ y
rs
20-3
0 yrs
2-5 y
rs
6 mos
-2 yr
s
< 6 m
os
600
500
400
300
200
100
0
100
80
60
40
20
0
Pareto Chart of Service Group
Reason for Separation - AfterCo
unt
Perc
ent
A ction reason
C ount 22 15 14 14 11 10 8 8 7 6110 6 28Percent 18 15 13 11 5 5 4
884 4 3 2 2 2 2 1 1 1
761 1 5
C um % 18 33 46 57 62 67
64
71 75 79 81 84 86 88 89 91 92
32
93 94 95 100
30 24 23
Oth
er
Retu
rn to
Sch
ool
Death
C omm
ute/H
ousin
g
Pend
ing LT
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Unkno
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Viola
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of S
afety
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turn
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ave
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nsation
Other
Con
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ion
Job
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Gener
al F i
t/Cult
ure
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ion of D
rug/A
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Grow
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nal/F
amily
V iolat
ion o
f Att e
ndan
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olicy
600
500
400
300
200
100
0
100
80
60
40
20
0
Pareto Chart of Action reason
Pareto Chart
36% separation belong to Morenci company
More than 72% separation belong to this copper mining business unit.
Insight into Clusters
Logistic Regression – Predictive AnalysisAnalysis of Maximum Likelihood Estimates
Parameter DF EstimateStandard
ErrorWald
Chi-Square Pr > ChiSq
Intercept 1 0.0557 0.5163 0.0116 0.9141
age 1 -0.0790 0.0273 8.3847 0.0038
age*age 1 0.000948 0.000354 7.1740 0.0074
tenure 1 -0.3306 0.0411 64.6714 <.0001
tenure*tenure 1 0.00568 0.000758 56.1256 <.0001
age*tenure 1 0.00218 0.000882 6.0842 0.0136
Prob_key 1 1 0.3736 0.0544 47.1206 <.0001
compa_grp_key 1 1 -0.3593 0.1846 3.7861 0.0517
compa_grp_key 3 1 0.00620 0.1849 0.0011 0.9733
compa_grp_key 4 1 -0.5719 0.1942 8.6686 0.0032
Performance 1 1 -0.1258 0.0911 1.9072 0.1673
Performance 2 1 0.1101 0.0838 1.7255 0.1890
Performance 3 1 0.1643 0.0838 3.8394 0.0501
Performance 4 1 -0.0756 0.0884 0.7318 0.3923
Previous & Current 0 1 0.1219 0.0439 7.6984 0.0055
The coefficient for TENURE is significant and negative, which indicates that the odds of resigning decrease 33.06% for each additional year of service
Pre-Built Metadata – A sample
Extensib
le to yo
ur Need
Pre-Built Metadata – A sample
Extensib
le to yo
ur Need
Hexaware HR Analytics –Product and Service Offering
What will you get?1. Pre-Built Data Model (E/R and Dimensional) to Jumpstart
your Analytics Implementation2. Pre-Built Catalogue of Metrics and Dimensions to aid your
analytic needs3. Pre-Built Reporting templates instantiated in the technology
of your choice for tactical reporting needs4. More than 100+ Critical Business questions covering
various sub-functions to support you in ad-hoc analysis5. Pre-Built Metadata/Pre-Built Reports 6. Onsite – Offshore execution model to reduce cost7. HR Consulting expertise
Hexaware HR Analytics Data Model Richness
E/R Model•Approx 70+ entities•Approx 300+ attributes
Dimensional Model•20+ Dimensions•200+ Measures
Hexaware HR Analytics –Customer Testimonials
Leading Mining Company in the US
Client Overview
The client is a leading mining company in Phoenix, Arizona.
Objective
Derive insight into compliance, standardize on the reporting solution and measures, identify the right reports for compliance and reporting
Solution Overview
• Define Logical and Physical data model to facilitate reporting and analysis on the following– Employee demographics– Benefits Compensation
• Map the PeopleSoft system to the logical data model• Identify a set of BO (Business Objects) universes to meet the reporting and analysis needs• Analyze the security (authentication and authorization) needs for reporting and analysis
Benefits
• One system to report from, for both their US and South America operations• Analytics reports to be used across the organization and departments
Leading Financial Company
Client Overview
The client is the world’s first company to provide Global 500 organizations with comprehensive, eHRprocess management services.
Objective
Consistent and on demand HCM information and metrics from multiple and diverse data sources
Solution Overview
• Provide human capital measurement information from PS, Comptrack, EOS, Smartstream and External market data
• Create ETL processes for application data.• Create EPM views • Design & Develop BO Universe & Reports• Create PS power cube for OLAP• 24X7 support
Benefits
Provided consistent and accessible data (Data from multiple sources like PeopleSoft, Comptrack, EOS, Smartstream, external market data are gathered) with reporting.
How are we organized?Consulting TeamThe customer would meet one of them during initial start of the project for scoping or for special short engagements like architecture review; includes senior architects and domain specialists
Delivery TeamThe core of the practice that executes projects of the customers; includes managers, architects, designers and developers
Innovation Team
The technical team that looks for reusable components, builds accelerators, defines process frameworks, audits standards and best practices to be applied across all projects; includes architects and senior developers
PMO Team
The Project Management Office is the team that reviews the project status and guides towards successful delivery
Sales TeamTakes up the solutions to the customers, works on campaign, workshops and events
Business Intelligence & Analytics
Hexaware BI&A Practice
• Experience of more than 50 customer engagements covering the entire business intelligence and analytics services space
• Ready to use frameworks and process improvement tools that has been leveraged in customer engagements
• Domain expertise: Banking and Financial services, Human Resources IT, Insurance, Transportation, Airlines, Capital Markets, Manufacturing, Healthcare, Telecom and Retail
• Alliances: Close alliances/ partnerships with leading BI tool vendors ensuring solutions meet clients’ current and future needs
• Onsite-Offshore service delivery model ensuring optimum cost of solution
Service Offerings
HR Analytics practice at Hexaware
• Over 1000+ resources working on HR applications, over 150 HR domain experts, over 30 projects currently being executed
• Deep domain expertise of consulting in the HR functions space• Deep relationship with vendors in HR space like PeopleSoft, SAP, Oracle, SAS and others• Complete BI services to custom develop analytics for the chosen area• A well defined Consultative, Iterative and Proven BI/DW methodology for delivering value added
services in an onsite/offshore delivery model ensuring optimum cost of solution• Innovation lab for HR analytic solution• In-house center for excellence for BI with training and lab facilities • Over 200 experienced professionals in various DW/BI technologies and tools• Over 50 customer engagements in enterprise business intelligence space• Alliances with most leading BI vendors:
Definition
ISO
CMM Level V
BS7799
CMMi Level V
Six Sigma
Six Sigma
No. 1 HR IT services provider: 750+ resources
HR-Center of excellence
HR-IT Projects PeopleSoft Partner
Global HR-IT Practice, E-HR services: Portals
PeopleSoft ODC
SAP HR, Oracle HR Practices
Alliance with SAS to provide Analytics solution
1997
1998
2000
2002
2004
2005
2006
Analytics and Data Mining
Implementation Methodologies
Cred
it R
isk
and
Cred
it S
corin
g
Enterprise Risk Management
Analytics
Mar
ket R
isk
Ope
ratio
nal R
isk
Stru
ctur
al R
isk
Regulatory compliance
Prebuilt Data Model
Prebuilt Metrics and Analytical structures
Prebuilt Predictive and Quantitative Models
CRM Analytics
Cust
omer
Loy
alty
Cam
paig
n M
anag
emen
t
Cust
omer
Acq
uisi
tion/
Ret
entio
n
Cros
s Se
ll /U
p-se
ll
Human Capital Management
Dem
ogra
phic
s
Staf
fing
and
recr
uitin
g
Trai
ning
and
Dev
elop
men
t
Prod
uctiv
ity
Com
pens
atio
n an
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BI Infrastructure Management
BI and A Innovation Lab – Jump Start Analytics
Some of our prepackaged analytics includes prepackaged data model, prepackaged reports, prepackages cubes, metric and dimensions. Hexaware has prepackaged analytics in following areas
Jump Start Analytics
Our HR analytics enable organizations to get meaningful insights from HR data collected from various enterprise-wide HR and Non HR systems.
Our CRM analytics enable organizations to get deep insights on customer data collected across various channel systems.
Our niche analytics covers various niche areas that includes Credit Card analytics, Mortgage analytics, Credit Risk Analytics and Capital Market Analytics.
Our Airline Analytics enables organizations to strategize their business activities by analyzing various data such as customer loyalty, routes, and cargo.
Our Enterprise Risk Management subsidiary Risk Tech provides Analytics implementation and services related to the banking risk domain
BI and A Innovation Lab – Accelerators
Some of the tools developed by the Innovation team that would be part of all projects areSolution Accelerators
Other solution accelerators in usage• TRACE IT• Teradata Analytic • Excel Comparator • SAS Web Compiler
• Web Services Manager• Excel Formatter• Mapping Change Propagator
XML-based query engine for Data Integration environment to ensure ETL coding standards and locate coding errors; saves up to 90% time
A tool for determining duplicate reports, identifying set-subset related reports, location of dead variables, etc., within any BI environment; saves up to 70% time
BI environment metadata foundation tool to create semantic layers such as universes and models in an automated fashion; saves up to 40% time
Customers
Thank You